Just using the term, micromanagement, much less employing it, often gets a bad rap from mediocre managers; the better ones understand that the practice is well-deserved in many instances. In fact, some employees – usually the ones at the top of the list for dismissal – require almost constant oversight to get any value out of them. Unfortunately, this process can significantly impact your own efforts. Here are a few tips for improving the situation:
Provide an Overview – While it is your job to have the vision, you will often be surprised by what your subordinates can contribute if you just give them a chance to voice their thoughts. A meeting where the overall view of the project is described is the perfect opportunity to meet this goal and get some very valuable feedback from those who will actually have to accomplish the task.
Identify Key Points – At this point, leadership truly does come into play as you must clearly delineate the key points of the initiative. Identifying where your team should be headed is the essence of micromanagement – and any other kind! Ignore this step and you will be neck-deep in issues that are completely unrelated to your statement of objectives.
Detail Complete Tasks – When delegating tasks, it is sometimes tempting to break it up into more manageable elements to monitor progress. Unfortunately, this also stymies the initiative of your subordinates. Instead, instruct them on the entire scope of the project and see where they can lead you. It’s a no-brainer.
Communicate the Needed Outcome – Ultimately, a project is about delivering results – for you and for your subordinates. The end product should be determined at the very start so that everyone knows where they are headed. In addition, milestones should be established so that your entire team can understand that they are making progress. Anything less can be seriously demoralizing and demotivating.
Add a Little Extra – Everyone understands that their salary is dependent on them satisfactorily meeting their goals. It is the nature of the workplace. Still, a little extra incentive never stopped any project from being completed a little faster or with some better functionality. Not to be demeaning, but throw your subordinates a “bone” once in a while. You will be surprised at how much value you can get from a pair of tickets to an art show or a basketball game.
Share the Final Rewards
The completion of a large project demands a reward of some type or another. In addition to recognition, your team members should be rewarded with opportunities like presenting to upper management or given other ways for them to be noticed. In other words, don’t hog all the glory of a successful project for yourself.
